HRO Today Global Summer 2017 - 12

Cover Story
The best way for
a company to
show that their
employees matter is
to build a recognition
programme takes
into account the
organisation's
specific internal and
external cultures, the
employee's specific
needs, and how they
specifically like to be
recognised.
-Peter W. Hart, CEO,
Rideau Recognition
[12]
HRO TODAY GLOBAL | SUMMER 2017
defines the company's general recognition goals
combined with regional representatives that sit on a
recognition committee, " says Findley.
Having a clear cultural understanding of employee
preferences helps Dow ensure appreciation approaches
are relevant across the globe. And the results show that
it's working: Global participation increased 11 per cent
in 2015 and formal recognitions occur every 3 minutes at
Dow globally.
" If your praise is general, it's really missing the mark, "
explains Sturt. " It needs to be specific. Employees want
to know that their work is really valued. "
Sturt and his team helped drive home the importance
of meaningful recognition by speaking and presenting
at Dow's leadership events all over the world, including
Mubai, Switzerland, and Germany, amongst others.
" Once you share with a manager or leader how
recognition works, the data behind it, and effects of
what you are doing, you will start to see a mind shift, "
he says.
Managers play an integral role in driving a programme's
success. As the old saying goes, employees don't
leave companies, they leave managers. " Because the
manager has such a valuable role, it is paramount that
they first understand 'why' recognition is an important
strategic management tool and then ensure they are
trained effectively about 'how' to treat their people
with respect, value their differences, and how to be
a positive, motivating force on their teams, " explains
Peter W. Hart, CEO of Rideau Recognition, Inc.
How can organisations accomplish this? Hart
recommends training managers and providing them
with tools to establish connections with team members.
Today's employees want a personalised experience, and
recognition is no exception. Hart says managers can
empower employees by getting them involved in the
process: Ask them how they want to be recognised and
encourage them to be recognition ambassadors that
architect the programme.
Findley agrees that having a recognition champion can
assist organisations in achieving the right messaging for
each region. Local experts who understand each area's
work conditions and preferences for meaningful awards
are critical to effective programme design.

HRO Today Global Summer 2017

Table of Contents for the Digital Edition of HRO Today Global Summer 2017

HRO Today Global Summer 2017 - 1
HRO Today Global Summer 2017 - 2
HRO Today Global Summer 2017 - 3
HRO Today Global Summer 2017 - 4
HRO Today Global Summer 2017 - 5
HRO Today Global Summer 2017 - 6
HRO Today Global Summer 2017 - 7
HRO Today Global Summer 2017 - 8
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HRO Today Global Summer 2017 - 10
HRO Today Global Summer 2017 - 11
HRO Today Global Summer 2017 - 12
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HRO Today Global Summer 2017 - 15
HRO Today Global Summer 2017 - 16
HRO Today Global Summer 2017 - 17
HRO Today Global Summer 2017 - 18
HRO Today Global Summer 2017 - 19
HRO Today Global Summer 2017 - 20
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HRO Today Global Summer 2017 - 40
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